Managing a development team is a tough job. Even tougher is managing major gift officers. Richard and I know this firsthand, because both of us have had to do it working for non-profits in our careers. We also know it because non-profits hire us to help them manage their major gift teams.
As you know, we spend a lot of time writing about how to be a great MGO. But what if you are already managing a great MGO? How do you keep them? What’s the best way to manage a great MGO that will continue to inspire them and allow them continue being great?
Any good manager who has a great MGO working for them wants to keep them. Their greatest fear (a well-founded one) is that they are going to find somewhere else to go that is “better.” Great managers figure this out. Over the years we have landed on recommendations for three basic areas of management that will help you be successful with great MGOs… and keep them:

1. Provide a structure — Richard and I will tell you that in every case that we’ve seen a great MGO, there is a structure they work within that gives them boundaries. That structure includes having a qualified caseload of 150 donors, tiered A-C, a revenue goal that is cash-flowed by month, a stretch goal, a strategic plan attached to every donor, an agreed-upon set of metrics to hit, and regular weekly to bi-weekly meetings with the manager. Any MGO that pushes back on a manager about having this type of structure will NOT be successful, and it’s a massive warning sign to you as their manager.
2. Give them space — So you’ve given your great MGO a structure to work within. They will love it; now let them go. Every great MGO knows how best to relate to their donors. You should NOT have to micro-manage your great MGO. This is where average managers blow it. Great MGOs make their revenue goals and metrics. You don’t have to manage how they get there. In other words, don’t focus on making sure they are in the office or work 9-5. Let them do what they do well: create relationships with donors, develop their trust and inspire them to give great gifts, while matching their passions with the organization’s mission. Managers can kill the spirit of a great MGO by “tightening the reins” with endless departmental meetings, no administrative support and mandatory time in the office, making them work on events or anything that takes them away from their caseload.
3. Make them feel special — Average managers treat all their employees the same. This is a huge mistake. If you have a great MGO, treat them special. Pay them more, and raise their salary every year to reflect their work. If they are great, they probably should be making more than you are. Give them more time off. Allow them to go visit their donors in Florida or Arizona in the winter. Give them recognition in front of their peers. In other words, if you have a great MGO, make them feel great.

The number one reason good employees leave an organization is because they have bad managers. You have the ability to keep your great MGOs happy and engaged. You will inspire and keep your MGO if you can provide that structure, give them space and make them feel special.
If you have a great MGO… be a great manager!
Jeff
PS – To learn to be a really great manager, take our Certification Course for Fundraising Managers and Executives. You’ll learn the ins and outs of everything I’ve mentioned above!